ComplianceOnline

California HR Compliance 101 - For New HR and Non HR Managers

Instructor: Teri Morning
Product ID: 703957
  • Duration: 90 Min

recorded version

$149.00
1x Person - Unlimited viewing for 6 Months
(For multiple locations contact Customer Care)
Recorded Link and Ref. material will be available in My CO Section

Training CD

$299.00
One CD is for usage in one location only.
(For multiple locations contact Customer Care)
CD and Ref. material will be shipped within 15 business days

Customer Care

Fax: +1-650-963-2556

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Read Frequently Asked Questions

This training program will discuss California HR compliance laws and updates to the same. If an HR department in CA is struggling to recognize or fix problems, what can be solved as a mere miscommunication in many parts of the country, can quickly turn into a costly lawsuit in CA. With this in mind, the instructor will take attendees through best practices to prevent litigation and general dysfunction by ensuring compliance with the state’s HR laws.

Course "California HR Compliance 101 - For New HR and Non HR Managers" has been pre-approved by HRCI as eligible for 1.5 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned California managers, especially if a manager has never had training. For a new manager these problems are intensified. Nevertheless, by the time an employee problem reaches HR, a level of liability has often been created; even more so true in CA. How an employer handles such problems, can either limit or increase liability.

Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments, not teaching managers the basics can be costly. In CA, it can be damagingly costly.

This course will offer attendees updates on California employment laws including leaves for employees. It will also highlight common problem areas relating to Wage and Hour in the state, the 12 essential elements of documentation, and accommodations in CA among other key topics.

Areas Covered in the Webinar:

  • Changes to CA employment law and updates for 2015.
  • Leaves in CA - there are a lot of them.
  • Accommodations in CA. Not just a disability but a condition.
  • Basics of Wage and Hour in CA. Why Wage and Hour is problematic in CA.
  • DOSH, better known as Cal/OSHA and what you need to know.
  • Managing from day one – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline.
  • The 12 elements of documentation.
  • What to do if someone is struggling to execute their job – having a process.
  • Inheriting a dysfunctional department – avoiding the pitfalls.
  • Preventing harassment, bullying and general dysfunction.
  • What to do with employee complaints.

Who Will Benefit:

  • New HR staff
  • Front line managers
  • Department managers
  • Anyone newly promoted to a management position
  • Small business owners

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA, is the president of her own HR consulting firm and is a partner in a new investigatory software firm, HindsightHR. Ms. Morning has over 15 years’ of human resource and training experience in a variety of professional fields, including retail, distribution, finance, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

She has consulted with employers on their problems and trained managers and employees for over 15 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a master's degree in human resource development with a specialization in conflict management. Ms. Morning was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA). She is a certified financial counselor; she recently completed certifications in project management and IT management.

Topic Background:

California boasts of some of the most complicated HR compliance laws. When it comes to practicing HR, California is akin to running a business in another country. The standards of what is expected from employers are greater, and the payouts to wronged employees are higher.

You can count on the fact that if there is a federal law, there will be a related CA state law with higher expectations for employers and lower thresholds for violation. Making employment mistakes in CA can be particularly easy as well as unforgiving. For example, the payouts for violation of wage and hour laws are almost eightfold in CA compared to the rest of the US average.

  • From a business perspective, training managers in the basics of California HR compliance, basics of employment law, how to write documentation, and how to use the tools of employee development is the simplest thing an employer can do to stave off unwarranted employment claims. This holds true tenfold in CA.
  • From a manager’s perspective, managing from day one is the most important thing a manager can do for productivity purposes, compliance reasons, and for employee development and engagement.
  • From an HR perspective, training managers in the basics of CA HR compliance can help defend against a whole host of employment claims, including those that often take root from miscommunication, misinformation, and mismanagement.

Since it’s the managers who interact with employees on a day-to-day basis, every day is an opportunity for problems to arise that a manger was never trained in how to address. In CA, even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.

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